工會入廠權－以德國工會入廠招募會員與宣傳活動為研究對象

Abstract

經由本研究整理了德國工會入廠之招募會員與宣傳行動，在無實定 法上之依據下，透過法官續造均承認可自基本法第9條第3項同盟自 由之雙重基本權利面相，解釋出工會入廠招募與宣傳乃為基本法該 項權利之保護範圍，然而工會之入廠同時會造成雇主之家主權對企 業設施之維護與防免侵害與財產權之影響，是以其人選、手段與頻 率迄今乃實務上審查之重點，本研究即將迄今幾個具代表性之判決 其審查標準與特色為深入觀察，彙整德國關於此項理論之發展過成 以及迄今教為通說所承認之共通點，作為我國面對同樣問題時之審 酌依據。此外，本研究並以德國之研究成果檢視我國之類似情況 ，在同樣無實定法規範之情況下，我國於101年做出101-3裁決決定 ，經由研究本案顯示之重要意義有二：一、我國請求協商進行集體 交涉之主體常見以企業工會為主（教育產業除外），然而依現行工 會法第7條之規定，如事業單位有組織企業工會，其勞工「應」加入 工會工會，因此對於外觀上無＂強制入會＂制定法 之產業工會，為 招睞會員、拓展會員來源以維持組織生存，更有須進入企業組織或 其活動範進行宣傳及招募之需求，亦即更會產生非受僱於企業之外 部人員請求進入企業組織引發其正當性之爭議之情況。第二、本件 裁決申請案雖以相對人並無構成不當勞動行為之動機及行為，裁決 結果予以駁回，然其僅係個案之諸多事證無法勾稽相關之要件，裁 決理由中明白揭示對於工會入廠之行動，無論是企業工會或產業工 會，基本上雇主均「應加以尊重」，對於我國產業工會欲入廠招募 宣傳，與雇主基於營業秘密企業設施等財產權之保障之界線，提供 一定之準則。

The study compiled by recruiting members and its action into the factory of the German trade unions, no real basis in the titration, the judge continued by making all recognize dual Article 9, paragraph 3, of the Basic Law can be customized alliance faces fundamental rights of freedom, explain the union into the plant is in the range of recruitment and promotion of the rights protected by the Basic Law, but the union of the plant will also result in the employer‘s sovereignty and for the maintenance of the anti-business facility and avoid affecting property rights infringement, is its candidate, means and frequency So far the focus is on the review of the practice, the study representative of the forthcoming judgment to date with its review of several criteria and characteristics for further observation, sink the whole of Germany on the development of this theory had to teach, and so far as to say recognized through the common point, as the trial of the country face the same problem when discretionary basis.